Benefits enrollment guide for HR: making enrollment season successful

Benefits enrollment season is a strong HR moment of influence

Benefits enrollment season is one of the most critical times for HR leaders. In just a few weeks, they determine whether employees understand, value, and adopt their benefits. That adoption drives satisfaction, retention, and return on investment throughout the year.

But enrollment season is also challenging. Employees often feel overwhelmed by information and disengaged from decision-making. HR teams face tight deadlines, heavy communication demands, and the pressure to justify benefit investments.

The good news: with the right planning and programs, enrollment season can run smoothly. Solutions like Sword Health simplify communication, speed onboarding, and maximize employee engagement, helping HR deliver a successful enrollment experience.

What is benefits enrollment season?

Benefits enrollment season, sometimes called open enrollment, is the defined period when employees select or update their benefits for the upcoming plan year. This includes medical coverage, dental and vision care, retirement savings, voluntary benefits, and modern health solutions such as musculoskeletal (MSK) care and mental health support.

During enrollment, employees have the opportunity to:

• Enroll in new benefits for the first time.
• Re-enroll in existing benefits to maintain coverage.
• Adjust or add dependents.
• Change plan types or coverage levels.

For employers, this period is the culmination of months of planning and investment. It is when benefit strategies are put to the test. The way information is presented during enrollment season often determines whether employees take advantage of what is offered or overlook valuable programs entirely.

When is benefits enrollment season?

Most organizations in the United States hold benefits enrollment season in the fall, typically between October and December. This timing ensures employee selections are finalized before the start of the new plan year on January 1.

However, timing can vary:

• Public sector and academic institutions may align enrollment with fiscal calendars, starting in the spring or summer.
• Employers with non-traditional plan years may hold enrollment at different times of the year.
• Life events such as marriage, childbirth, or a change in employment status trigger special enrollment opportunities outside of the standard window.

For employees, this concentrated timeframe adds urgency. For HR leaders, it underscores the need for clear, timely communication and strong internal coordination to ensure success.

When should you start planning for benefits enrollment season?

Effective enrollment campaigns do not begin in October. They start months earlier with strategic planning.

Six months out: assess and design

• Review utilization data from the current plan year.
• Identify benefits that drove the strongest ROI and those with low engagement.
• Benchmark against industry peers to see where your offerings stand.
• Partner with consultants and brokers to refine your mix of benefits.

Three to four months out: prepare communications

• Draft messaging in plain, employee-friendly language.
• Build a multi-channel communication plan with email, intranet, webinars, and manager toolkits.
• Align with vendors and benefits partners to ensure materials are accurate, timely, and accessible.

One to two months out: activate awareness

• Begin “teaser campaigns” to build employee curiosity and awareness.
• Host town halls and Q&A sessions.
• Ensure HR help desks and call centers are prepared for an uptick in questions.

During enrollment: execute and engage

• Communicate frequently with reminders and highlights of high-value benefits.
• Track engagement in real time and respond quickly to employee questions.
• Spotlight programs with proven outcomes, such as digital MSK care, to drive participation.

The lesson is clear: successful enrollment season is the product of year-round effort, not last-minute campaigns.

Why benefits enrollment matters more than ever

Benefits enrollment season is more than just a paperwork exercise. It is a strategic moment with lasting implications.

• Employee satisfaction: Benefits are consistently ranked among the top drivers of employee engagement. Poor enrollment experiences undermine that value.
• Retention and recruitment: In a competitive labor market, the clarity and appeal of your benefits package influence whether employees stay or candidates accept offers.
• Cost management: If employees fail to adopt preventive and cost-saving programs, employers lose out on potential savings.
• Wellbeing outcomes: Enrollment determines whether employees access the care they need. Strong engagement with programs like MSK therapy leads directly to reduced pain, higher productivity, and better overall wellbeing.

For HR leaders, benefits enrollment is a lever that connects directly to both financial performance and employee culture.

Common challenges HR faces during benefits enrollment season

Despite its importance, enrollment season often comes with hurdles that hold back participation and outcomes.

Information overload

Employees are bombarded with materials, often dense with jargon. Many skim or skip altogether, leaving them unaware of high-value programs.

Low engagement

Even with reminders, some employees delay or default into existing plans without evaluating their options. This results in underutilization of new benefits.

Complex tools

Enrollment portals can be confusing or unintuitive. Employees who encounter friction may abandon the process.

Limited HR bandwidth

HR teams must juggle communication campaigns, employee questions, and administrative demands in a short timeframe. Without streamlined solutions, bandwidth runs out quickly.

Overcoming these challenges requires both smarter communication strategies and benefit programs designed to be simple to adopt.

4 keys to a successful benefits enrollment season

1. Start with clear communication

Employees engage when information is simple and relevant. Avoid jargon and emphasize the real-world value of each program.

2. Prioritize easy-to-explain solutions

Programs like Sword Health are straightforward: digital physical therapy, clinically backed, accessible at home. HR can communicate this in a sentence, which builds confidence and drives adoption.

3. Offer quick onboarding and early wins

Enrollment season is about momentum. Solutions with fast onboarding give employees immediate value, increasing the likelihood of long-term engagement.

4. Equip managers as benefits ambassadors

Managers are trusted messengers. Equipping them with talking points and FAQs ensures employees hear consistent, supportive messages.

These strategies shift enrollment from an administrative process into an engaging, employee-centered experience.

Why Sword Health is such a powerful benefit

Sword Health is uniquely suited for benefits enrollment season because it combines clarity, speed, and measurable outcomes.

• Addresses a top cost driver: MSK care is the largest single healthcare cost category for U.S. employers¹.
• Easy to communicate: Sword’s story is simple: Digital Physical Therapy, guided by licensed clinicians, available anytime.
• Fast onboarding: Members average just 3.8 days to their first PT call².
• Proven outcomes: 69 percent of members report being pain-free, 55 percent avoid surgery, and 39 percent stop using painkillers³.
• Improved productivity: 68 percent of members regain productivity after completing Sword’s program⁴.
• Employee engagement: Sword has an 81 percent program completion rate, far exceeding the 30–50 percent seen in traditional PT⁵.

By spotlighting Sword during enrollment, HR leaders can promote a benefit that is easy to adopt, clinically validated, and financially strategic.

HR checklist for benefits enrollment

To ensure success, HR leaders should:

• Audit benefits communications for clarity and accessibility.
• Identify and spotlight high-value benefits like MSK care.
• Provide managers with toolkits for consistent messaging.
• Partner with vendors that simplify onboarding and communication.
• Monitor participation in real time and adjust as needed.

This checklist ensures that employees not only understand their benefits, but also feel empowered to use them.

Make this enrollment season smoother and more successful

Enrollment season can be a stress test for HR teams and a point of confusion for employees. But it does not have to be that way. With the right preparation, clear communication, and easy-to-adopt solutions like Sword Health, HR leaders can transform enrollment into an opportunity to engage employees, demonstrate organizational care, and deliver measurable ROI.

Take the next step: Discover how Sword Health can help your organization simplify benefits enrollment, maximize participation, and improve workforce wellbeing. Book a demo today.

FAQs about benefits enrollment

What is benefits enrollment?Benefits enrollment is the designated period when employees select or update their benefits for the upcoming plan year.

When is benefits enrollment season?Most employers hold enrollment in the fall, typically October through December.

When should HR start planning for enrollment season?Planning should begin at least six months in advance, with communications prepared three to four months ahead.

How can HR increase enrollment participation?Communicate in plain language, highlight high-value benefits, and choose programs with simple onboarding.

Why highlight Sword Health during enrollment?Sword is easy to explain, quick to onboard, and clinically validated, making it one of the most powerful benefits to showcase.